appendix: a questionnaire for...

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APPENDIX: A QUESTIONNAIRE FOR EMPLOYEE Dear Sir/Madam, I’m Senthilkumar, Asst.Professor Nitte Meenakshi Institute of Technology, Bangalore Pursuing Ph.D in the area of Human Resource Management. My Research topic is “Talent Management Practices and its Impact on Organizational Productivity: A Study with Reference to IT sector in Bengaluru”. As a part of my Research I need to collect primary data from various sources. This includes opinion of HR Managers and Employees working in various IT companies. I request you to help me by filling the questionnaire attached with this letter and help me in completing my Research. This information in the form of answers is purely for my research and academic purpose only. I assure you that the information obtained from your end will be kept confidential. I express my sincere thanks for sharing your valuable time and extending your co-operation in this regard Employee Name (optional): ____________________ Employee Organization (optional):__________________ Employee Designation: ____________________ Employee Age : Less than 30 between 31-40 More than 41 Sex : Male Female How long have you been working for the company?

2-5 years 6-10 years 10 years and above For the following sections, please indicate the extent to which you satisfied or Dissatisfied and agree or Disagree with the following statements: HS-Highly Satisfied, S-Satisfied, N-Neutral, D-Dissatisfied, HD-Highly Dissatisfied SA-Strongly Agree, A-Agree, N-Neutral, D-Disagree, SD-Strongly Disagree Please indicate your opinion towards the following statements and mark P in appropriate column

S. No Statements HS S N D HD

1 SATISFACTION WITH THE EMPLOYEE BENEFITS AND POLICIES

BP1 Accuracy of job description BP2 Salary Review BP3 Adequate Information provided about the company BP4 Job changes

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BP5 Promotion

2 COMMITMENT TO VALUES CV6 Immediate supervisor is open and honest always

CV7 Employee Business Unit acts socially responsible in the Community where we work.

CV8 In my organization we practice what we preach.

3 CUSTOMER FOCUS CF9 We know who our most important customers is

CF10 We work to understand the need of customer.

CF11 We act on customer’s Complaints.

CF12 We constantly look for better ways to serve our customers. CF13 We objectively measure Customer’s satisfaction.

Statements HS S N D HD

4 SATISFACTION WITH THE SALARY AND BENEFITS

SSB14 Medical Insurance Package SSB15 Company savings plan SSB16 Retirement Plan SSB17 Holiday Entertainment SSB18 Job market SSB19 Competitiveness Package SSB20 Share option plan SSB21 Overall how much are you satisfied with your company’s

personnel policies

5 DEVELOPMENTAL PLAN FOR STAFF SA A N D SD DS22 The Immediate supervisor delegates responsibility to their

subordinate.

DS23 The Immediate supervisor discusses for the future career development.

DS24 Ample opportunities for further development within my current job.

DS25 There is a lot of Scope for career development in the existing job

DS26 The Organization offers the support and resources for development.

6 INNOVATION

I27 There is an Encouragement from superiors for creating new ideas in the job.

I28 Within the department we search for new ways to work and do business.

I29 Within the department new ideas are effectively implemented.

I30 Within the department generating new ideas is Recognized.


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7 MANAGING PERFORMANCE MP31 The Immediate supervisor sets ambitious objectives for

the department.

MP32 The Immediate supervisor clearly explains how the performance is evaluated.

MP33 The Immediate supervisor gives the regular feedback on the Performance.

MP34 The immediate supervisor is a good coach for the unit.

8 QUALITY COMMITMENT QC35 We take appropriate measures to protect the environment

during work

QC36 Within the department we ensure employee safety. QC37 Within the department we continually work to improve

working conditions.

QC38 Within the department we learn from our mistakes. QC39 Within the department we recognize efforts to improve

quality.

9 RESULTS ORIENTATION RO40 We understand the goals of the department.

RO41 We understand how the personal objectives support the department's goals.

RO42 The department produces results that meet/exceed expectations.

RO43 The department acts with great urgency where change is required.

10 STIMULATING OPEN CLIMATE

SO44 Immediate supervisor asks for opinions and suggestions from Employees.

SO45 Within the department people can challenge the present way of doing things.

SO46 Within the department we value diversity in our employees.

SO47 We have adopted ideas from people outside the department.

S048 The Business Unit keeps employees informed about matters affecting us.

11 TEAM WORK TM49 Immediate supervisor encourages teamwork. TM50 We share the personal objectives with the colleagues. TM51 Within the department we work effectively as a team.

TM52 Within the department we look proactively for opportunities to cooperate with others.


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12 ENGAGEMENT E53 I get the feeling of personal accomplishment, from the

work.

E54 I’m satisfied with the Business Unit as a Place to work. E55 I recommend the Business Unit to others as a good place

to work.

E56 I will not leave the Company or Plan to shift a new company in future.

E57 I’m proud to be a part of my Business Unit.

13 IN THE NEXT THREE YEARS HOW EFFECTIVE WILL THE FOLLOWING ELEMENTS OF COMPENSATION BE IN TERMS OF ATTRACTING AND RETAINING TOP PERFORMERS? (Rank from 1 to 5) 1-Highest….5-Least

1 2 3 4 5

AR58 Basic pay AR69 Health care benefits

AR60 Retirement benefits

AR61 Educational benefits

AR62 Job security

14. Excluding financial compensation which of the following is most effective means of rewarding, motivating, and retaining talent? Please prioritize 1 to 5 1-highest….5-least.

External Training Sessions Appreciation for Initiation

Innovations Recreational Activities

Recognition Thankyou


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APPENDIX: B QUESTIONNAIRE FOR HR MANAGER Dear Sir/Madam, I’m Senthilkumar, Asst.Professor Nitte Meenakshi Institute of Technology, Bangalore Pursuing Ph.D in the area of Human Resource Management. My Research topic is “Talent Management Practices and its Impact on Organizational Productivity: A Study with Reference to IT sector in Bengaluru”. As a part of my Research I need to collect primary data from various sources. This includes opinion of HR Managers and Employees working in various IT companies. I request you to help me by filling the questionnaire attached with this letter and help me in completing my Research. This information in the form of answers is purely for my research and academic purpose only. I also ensure you that the information obtained from your end will be kept confidential. I express my sincere thanks for sharing your valuable time and extending your co-operation in this regard. For the following sections, please indicate the extent to which you satisfied or Dissatisfied and agree or Disagree with the following statements: HS-Highly Satisfied, S-Satisfied, N-Neutral, D-Dissatisfied, HD-Highly Dissatisfied SA-Strongly Agree, A-Agree, N-Neutral, D-Disagree, SD-Strongly Disagree For Rank Order Questionnaire 1- Highest…..5-Least Name (optional) : ___________________________ Organization (optional) :____________________________ Age : Less than 30 between 31-40 More than 41 Sex : Male Female Experience : Less than 10years 10 years and above Please indicate your opinion towards the following statements and mark P in appropriate column

S.No Statements SA A N D SD 1 The major reasons for a business

transformation needed in Indian software industries is:

BT1 Salary cost increase BT2 Increasing attrition rates BT3 Competition from low-cost countries-China,

Philippines, Malaysia etc.


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S.No Statements SA A N D SD 2 How can Indian Software Companies or

MNC subsidiaries maintain the leadership position in the IT industry in the coming years? Please answer based on your organization.

LP4 Develop depth in niche areas like embedded software, Bluetooth, security, chip development etc.

LP5 Demonstrate depth by contributing to the establishment of industry standards and definitions.

LP6 Focus on creative processes to improve operational efficiency (e.g. Knowledge management, collaborative project management)

LP7 Focus on continuously reducing cost of operations

LP8 Set up development centre in low cost countries China, Philippines, Malaysia etc.

LP9 Invest in product development for Indian/Asia Pacific markets

LP10 Set up in-house marketing divisions

LP11 Set up small, independent and agile innovation centres focusing on new products and technology

Others (please specify)

3 The organization has to improve in the following areas for its overall development.

OD12 Develop expertise in product engineering

OD13 Improve soft skills – communication, presentation, negotiation etc.

OD14 Educate workforce on new and upcoming tools, techniques, practices and open source solutions

OD15 Train on program/product management skills OD16 Focus on leadership development, succession planning

OD17 Encourage job rotation between different company divisions

OD18 Establish a structured system of developing talent in the organization to meet the new growth and change requirements

Others (please specify)

4 How is the workforce assisting the organization to make the transition?

W19 It is responsive and willing to make the changes needed to acquire new skill

W20 It is flexible and committed enough to move into roles which are still evolving and hence unclear

W21 Employees are willing to look at lateral roles as a growth option

W22 Employees are willing to move to uncharted territory with the risk of failure


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S.No Statements SA A N D SD 5 Do you follow the systematic approach for

attaining organizational objective?

SA23 Identifying the requirement. SA24 Identifying the high potential candidates. SA25 Put them through intentional learning experiences. SA26 selecting the best SA27 Evaluate the success.

How do you identify Talent? 6 By Competencies:

C28 Creating profile of leadership jobs. C29 Creating profile management.

7 By Results: R30 subjective measures like total contribution/team effort

etc.

R31 Accountable for complex jobs. R32 Objective measures like sales, profit margin etc.

8 By Potential: P33 Accumulated skills/experience P34 Ability to learn new skills. P35 Willing to tackle bigger/complex challenges.

What is your Talent Development? 9 Acquire New Talents:

AT36 Attracting: create an employer brand. AT37 Sourcing: using varieties of strategies. AT38 Selecting: using effective selection process.

10 Leveraging Existing Talents: LT39 Maximizing the value of the current high potential. LT40 Using the performance management systems.

LT41 Realigning the capabilities and responding to the changing conditions.

11 Retaining the current potential: RC42 Employment value proposition-offer the potentials what

they want.

RC43 Offer the potentials systematic and targeted development opportunities.

12 Please rank the following five talent

development strategies from 1 to 5 in order of their importance. 1-Least….5-Highest

1 2 3 4 5

TS44 Job experience matters most TS45 Accelerated development of high performers. TS46 Forge mentoring relationship to build motivation and

loyalty

TS47 Focused training program or career transition, technical skills and leadership Development


4

S.No Statements SA A N D SD TS48 Making coaching a part of each development discussion

13 Factors that influenced you most while considering your current employment? Rank in order of their importance. 1-Highest….5-Least

1 2 3 4 5

CE49 Compensation and benefits CE50 A challenging role CE51 Leadership style CE52 Learning opportunities CE53 Easier to commute to workplace

14 Which of the following consequences of Employee Turnover are organizations most concerned about? Please prioritize. 1-Highest….5-Least

1 2 3 4 5

ET54 Loss of Productivity ET55 Loss of Business Opportunities ET56 Loss of Expertise ET57 High financial costs through recruitment ET58 Image of the organization ET59 Disruption of social and communication networks

15 Which of these are the most profound effects of Employee turnover on Individuals? Please prioritize. 1-Highest….5-Least

1 2 3 4 5

ETI60 Loss of Employee Benefits ETI61 Financial difficulties ETI62 Uncompleted projects ETI63 Career problems ETI64 Loss of social network

16 Which of these do you believe are the challenges in Retaining Employees in your organization? Please prioritize 1-Highest….5-Least

1 2 3 4 5

RE65 Managing expectations of employees RE66 Matching person to the job RE67 Provide adequate opportunities for career growth and

opportunities

RE68 Treat employees fairly – through compensation, rewards and recognition schemes.

RE69 Fostering good relationship with supervisors

17 Please rank the following five Retention Strategies in order of their importance. 1-Highest….5-Least

1 2 3 4 5

RS70 Building an open environment and culture RS71 Giving competitive remuneration packages RS72 Clarifying job Responsibilities


5

S.No Statements SA A N D SD RS72 Providing continuous training opportunities for skill up

gradation.

RS73 Providing job challenges

18 Which of the following roles of a manager’s helps in Employee Retention? Please prioritize. 1-Highest….5-Least

1 2 3 4 5

ER74 Creating a motivating Environment ER75 Standing up for the Team ER76 Providing coaching ER77 Focus on future career ER78 Extra Responsibility

19 Which of the following alternative range of pay packages are used in your organization to Control Turnover? Please prioritize 1-Highest….5-Least

1 2 3 4 5

CT79 Hiring bonuses as sign-on incentive CT80 Retention bonuses CT81 Employee stock option plan CT82 Project Completion bonus CT83 Liberal annual performance bonus

20 What are the broad areas of concern (reasons) that employee’s state when they Leave Organizations? Please prioritize 1-Highest….5-Least

1 2 3 4 5

LO84 Lack of inspirational, visionary, characteristic leadership

LO85 Lack of challenging and supportive work environment LO86 Lack of growth and advancement opportunities LO87 Lack of competitive compensation and rewards LO88 Lack of career development

21 What is the most common reason that employees normally state in Exit Interviews when they leave an organization? Please prioritize. 1-Highest….5-Least

1 2 3 4 5

EI94 In search of Better Financial Prospects EI95 In search of Better Career Opportunities EI96 To move along with a transferred spouse EI97 To take care of immediate family problems EI98 Lack of good relationship with supervisors

Thankyou


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APPENDIX: C BIBIOGRAPHY

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Methods”, Tata McGraw Hill, 1st Edition, New Delhi, 30-656.


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8. Deloitte Research (2004), “The Talent Edge”, Harvard Business Review.

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22. Rothwell, W. J. (2000), “Effective succession planning: Ensuring leadership

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Websites

1. Katarina Katja Mihelic and Ksenija Plankar, The Growing Importance of

Talent Management. http://www.nitropd.com/profession, 1251-1263.

2. Gallup study: Engaged employees inspire company innovation. (2006).

Gallup Management Journal, http://gmj.gallup.com (October 12, 2006).

3. http://www.nasscom.org Nasscom New line, Issue 43. December 12th, 2007

4. http://www.nasscom.org/ Problems of Selection Process in IT Companies,

15th October 2007.

5. http://www.karnataka.com/industry/software.

6. http://www.fundoodata.com/ Reference of IT industry.


http://www.nitropd.com/profession

http://gmj.gallup.com

http://www.nasscom.org

http://www.nasscom.org/

http://www.karnataka.com/industry/software

http://www.fundoodata.com/

appendix: a questionnaire for...

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